In our first article we looked at some key ideas regarding coaching. Now when building a Coaching Culture, there will be certain selling points to consider. Let’s take a look at them.
Coaching Is Inspiring people
Inspiring the team to work towards success is going to have challenges. It will be work for you and for your team. There’s no way of getting around it. Getting better at anything takes work. As a coach, the job is to help people go beyond themselves or their comfort zone, so that they can experience high performance. Your job is to encourage and inspire them to work harder and more effectively than they’ve ever worked before.
Every team member ‘buys in’ for a different reason
When selling hard work, each team member will ‘buy in for a different reason’. In order to inspire or motivate anyone, you need to know what type of a person he or she is.
1. What challenges him/her?
2. How does he/she learn?
3. How does she/he retain things?
4. What does he/she find rewarding?
5. How does he/she handle difficult situations or stress?
6. Is he/she a quick study or does she need time to think things over before she can implement change?
Practice what you Preach
Sell the idea of hard work if you are willing to make an extra effort too. Players are going to observe their managers to see if they are putting in the same time and effort as they have been asked to. Remember when you had a boss who you didn’t think was working as hard as you? What did you think about that person’s leadership?
The Coach influences the team towards achieving the Goal: clear vision of success
People are inspired by vision. Once they understand it, they consciously and unconsciously begin to move towards and even inspire others. The leaders’ job is to communicate to their team what their vision of success is. Coaching is just the best tool to reach the Vision.
If a Coaching development program is only focused on a specific group, the vibes inside the organisation are noticeable. Only by selling it (for instance in order to prevent a high attrition rate by launching a selection procedure with some minimal criteria), the competition will help tackle the resistance and will fuel the desire to belong to a group. This interest will also create a lot of value when the purpose is to develop a pool of potential successors, specialists or future managers.
by Iulian Ionita